Remote Employees Can Still be Local. Here’s How.

Companies vying for top talent amid the Great Resignation are pulling out all the stops. From sign-on bonuses to increased benefits and flexible work schedules, organizations are thinking outside the box as they compete for elite professionals. 

Unfortunately, too many are failing to tap into a great source of talent: remote employees. Often, it’s because companies are uncomfortable hiring employees that don’t live and work locally. 

However, that mindset is actually a misconception. Remote workers can be local employees – and the organizations that recognize that will have a leg up when it comes to recruiting in an ultra-competitive environment. 

How remote can also mean local

Two years into the pandemic, the world of work has changed forever. It now includes many people who’ve gotten used to working from home (or other off-site locations) and don’t want to return to the office. With study after study showing that working remotely does not impact productivity – and in some cases, improves it – companies now have more options to hire remote workers who live locally.

Similarly, as remote work has grown, more professionals are living in one community and working remotely for companies in other states or countries. Those individuals could just as easily be working remotely for a local firm, and chances are many of them would enjoy the opportunity to connect with an employer in their own backyard. 

Considering remote workers that live locally widens the talent pool for companies to choose from. There are other benefits, as well: if you need to bring them in for a meeting or a team event or activity, it’s quick, easy and cost-effective.

Remote workers from other areas can also prosper

Remote employees living outside the area can also be successful, as long as employers take steps to build a productive relationship from the start. Begin by establishing ground rules in terms of how often they need to visit the office, and who is responsible for the associated travel costs. 

In addition, be sure to investigate any special protocols that might apply to workers living in another state or country. From whether that requires certain types of technology, or if it brings into play a different set of tax or employment rules, it’s vital to address all issues up front, prior to a remote worker joining the organization.

Recruiting and hiring top professionals in a razor-tight job market is not easy, so employers need to be open-minded as they seek to fill positions. A remote employee could be the perfect answer to a challenging situation, and Alaant’s experts can help guide your organization through the process. Contact us today and let’s get the conversation started!

About the Author

Tom Schin Director, Talent Acquisition Partnerships & Recruiting Consulting Services for Alaant Workforce Solutions

Tom SchinDirector, Talent Acquisition Partnerships & Recruiting Consulting Services

When he’s not working, Tom is an avid board game enthusiast, from Catan to Canasta, who makes sure game night is fun for everyone (even though they’ll probably lose). He’s also fond of celebrating his status as a child of the ‘80s by watching Star Wars, listening to U2, and reminiscing about his (gone-but-not-forgotten) Andre Agassi haircut.